HR Management Toolkit

Resources

JOB DESCRIPTIONS
Effectively developed, the job description is a communication tool that can contribute significantly to an organisation’s success.See table of contents

Why Are Job Descriptions Useful?

Potential Problems

Writing a Job Description

Resources

Appendices

I – Action Verbs

II – Sample Job Description Form

III – Sample – Purpose of Job Statement

IV – Sample - Primary/Secondary Responsibilities

RECRUITMENT
Find and retain the right people– this makes all the difference in running a successful cultural organisation.See table of contents

Step 1: Define Skill and Talent Requirements

Step 2: Attract the Right People

Step 3: Select the Best Person

Bias, Discrimination and Difference in Recruitment

Appendices

I – Skills Grid Template

II – Sample Behaviour-based Interview Questions

III – Sample Offer Letter

BENEFITS PLAN
Providing a benefits plan for employees shows a caring attitude about their financial security, well-being and peace of mind.See table of contents

Why have an Employee Benefits Plan?

Choosing a Benefits Provider

Mandatory Employee Benefits

Discretionary Employee Benefits

Workplace Mental Health

Establishing a Basic Benefits Plan

Retirement Plans

Appendices

I – Web sites – Employee Benefits

II – Benefits Providers

III – Related Publications

CONTRACTING WITH INDEPENDENT CONTRACTORS
To help managers negotiate and draft effective agreements with independent contractors.See table of contents

Independent Contractor or Employee

Benefits of Contracts

What Constitutes a Contract?

Contract Drafting Tips

Taking Charge of the Drafting

What Are Boilerplate Provisions?

Effective Contract Drafting Practices

Resolving Contract Disputes

Resolving Breaches of Contract

Appendices

I – Common Contract Terms

II – Sample Contract - Choreographer

III – Sample Contract - Performer

IV – Sample Contract - Consultant/Researcher

V – Request for Proposals (RFP) Template

MANAGING PERFORMANCE
Ensure that employees’ activities – what they do and how well they do them – are in sync with the goals of the organisation.See table of contents

What is Performance Management?

Continuous Feedback

The Skilled Performance Manager

Constructive Criticism

Managing Differences

Performance Review Approaches

The Performance Review Meeting

Action Plans

Appendices

I – Sample Performance Review Form A

II – Sample Performance Review Form B

III – Sample Performance Review Form C

IV – Employee Self-Evaluation Template

V – Action Plan Template

VI – Resources

MENTORING
Understanding the why and how of mentoring and the critical role it plays in the cultural sectorSee table of contents

What is Mentoring?

Why Focus on Mentoring?

Different Types of Mentoring

What Makes a Good Mentee?

What Makes a Good Mentor?

Building the Mentoring Relationship

Appendices

I – Mentorship Agreement Outline

II – Steps to Find a Mentor

III – Cultural Mentor’s Skillset

SUCCESSION PLANNING
To help you to reflect on and to implement a succession process - this approach takes into account that there is more than one way to achieve this.See table of contents

Successions are major challenges for cultural organisations

Challenges faced by all cultural organisations

The different succession models

The succession process

Appendices

I – Strategic reflection checklist

II – Means for information sharing and staff development

III – Emergency succession plan

IV – Recruitment plan

V – Tips on conducting a successful selection interview

VI – What can help to ensure the transition

VII – Tips on conducting an evaluation

VIII – References

WORKPLACE HARASSMENT AND VIOLENCE
Workplace harassment (including sexual harassment, bullying and discriminatory harassment) and violence have become increasingly challenging and risky for organizations to navigate. This tool will be your guide.See table of contents

Definitions

Workplace Sexual Harassment

Discriminatory Harassment

Workplace Violence

Early Warning Signs

Mutual Obligations

Reporting

Investigation

Discipline

Confidentiality and Reprisal

Appendix 1: Sample Policy

Appendix 2: Fact Sheet

Appendix 3: Checklist of Steps to Take

RESOLVING CONFLICTS
Conflicts over power and authority are common in the workplace, and conflicts between people over values and worldview can be very difficult to resolve.See table of contents

Resolving Conflicts

Using Different Conflict Styles

Making Collaboration Work

Communication Skills

Handling Conflict with a Difficult Person

The Conflict Resolution Meeting

Alternatives to One-on-One Approaches

Formalizing Conflict Resolution Processes

TERMINATION
Terminate employment in a way that preserves dignity while meeting the organisation’s needs.See table of contents

Termination of Employment

Reasons for Termination

Steps in a progressive discipline process

Preparing for the Event

The Termination Meeting

The Employee’s Departure

Exit Interviews

Releases and References

Appendices

I – Labour/Employment Standards

II – Sample Progressive Discipline Policy

III – Sample Content for Termination Letter

IV – Sample Content for Termination Letter

V – Sample Release Form

VI – Termination Checklist

BEST PRACTICES
Learn from other organisations in the cultural sector that have succeeded in implementing exemplary human resource management practices.See table of contents

Introduction

The Qualities of the HR-oriented Manager

Human Resources Practice Areas

Appendices

I – 2003 research project

II – Best practices criteria

III – Interview questions

USING COMPETENCY CHARTS AND PROFILES
Learn from other organisations in the cultural sector that have succeeded in implementing exemplary human resource management practices.See table of contents

How the Chart and Profile are Organized

How to Use the Chart and Profile

Case Studies

How to Develop Content for In-house Training

Appendices

I – Competency Charts and Profiles

II – DACUM (Developing a Curriculum)

WORKING WITH A NON-PROFIT BOARD
Helpful tips that bring fresh perspectives to working with a non-profit Board.See table of contents